Mark & Spencer: CPD, Learning Programs, and Performance Management

This report delves into the critical aspects of developing individuals, teams, and organizations, with a specific focus on Mark & Spencer. It begins by defining and describing Continuing Professional Development (CPD), outlining how individuals engage in it, and how organizations, like Mark & Spencer, support it. The report then explores learning programs, including training and development initiatives, learning styles (Kolb's), and barriers to learning. Furthermore, it examines high-performance working, the concept of high-performance working organizations, and their relationship with stakeholders. Finally, the report analyzes performance management systems, their purpose, and benefits, offering insights into how organizations can foster a culture of continuous improvement and achieve their strategic goals. The report also explores the importance of training and development programs, learning styles, and barriers to learning. It then delves into high-performance working and performance management systems, including their purpose and benefits, to develop individuals, teams, and organizations.

Developing
individual, team and
organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Define and describe what is meant by CPD...........................................................................3
How individuals engage in the CPD......................................................................................4
Recording and Evaluating CPD..............................................................................................4
How organization support CPD..............................................................................................5
LO 2.................................................................................................................................................6
Learning programme..............................................................................................................6
Training and development......................................................................................................7
Kolb’s learning style...............................................................................................................8
Barriers in learning.................................................................................................................8
LO 3...............................................................................................................................................10
High Performance working..................................................................................................10
High Performance Working Organisation............................................................................10
HPW and stakeholders.........................................................................................................11
HPW PARTNERSHIPS.......................................................................................................12
LO 4...............................................................................................................................................13
Performance Management....................................................................................................13
Purpose of implementing performance management system...............................................14
Benefits of performance management..................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................16

INTRODUCTION
Now a day’s market is getting more competitive because of internal and external factors
and the growth of an organization is depends on abilities and capabilities of individuals and
team working within the organization (MacKay, 2018). Development of an individual and team
among an organisation is one of the most critical elements as it aids to reach higher profitability
at the marketplace. Main resource for a business entity is their human resources which need to be
managed and maintained by them in an effective and proper manner. In order to bring
competitive advantage, it is important for every organization to develop or maintain the
performance of their workforce. To conduct the report in appropriate manner Mark & Spencer is
chosen, Mark & Spencer is the British multinational retailer their headquarter is in London,
company mainly deals in food products, homeware and cloths. Company have stores in more
than 56 countries and they are leading retail brand in UK. This report consists range of topics
such as Continuing Professional Development process to develop individual and team, reflective
learning of CPD, training and development and high-performance working vs human resource
practice are going to be covered in this report.
LO 1
Define and describe what is meant by CPD
CPD stands for Continuing Professional Development this program is used to explain
learning activities through which professional engage in enhancing and developing their
performance and abilities. CPD help professionals in approving their learning in conscious and
proactive manner rather than reactive and passive. With this professional become conscious and
proactive. CPD include various practices of learning, like training and development workshops,
e-learning programs, seminars and conferences, decision-making ideas sharing etc. All these
terminologies define in CPD program is for individual in order to develop their skills and
knowledge at professional level. CPD also help in tracking the skills and knowledge of
employees gaining while working in an organization. Mark & Spencer adopt this technique in
order to develop and enhance abilities, skills and knowledge of individuals and teams working
within an organization (Crouch, Page, and Jackson, 2015). This increase the level of
performance of employees and help in generating more profit.

How individuals engage in the CPD
Continuing Professional Development is important for individuals to show that they are
stable to current essential standards like, legal, medical and financial role of company.
Individuals can easily engage in CPD program by analysing the need of development through
planning and if an individual have interest in a particular area and want to develop knowledge
then they also engage in CPD program. CPD help in developing individual’s knowledge and
skills in formal and informal way. Reflecting or tracking on what individual learned is important
part of continuing professional development. This process makes sure that individuals
knowledge stays relevant and up to date for long period of time (De Beer, 2019). CPD make sure
that individual manage and enhance knowledge and skills that they need to deliver at the
professional service to their customers. Mark & Spencer employees engage in the CPD program
after identifying the requirement of development. Company support the professional
development program in order to enhance skills and knowledge of employees at professional
level.
Recording and Evaluating CPD
Steps to record and evaluate CPD program
Find the need of CPD program if company don’t have any set expectation to change or
develop the behavior of individual and team, company is not able to find success behind this
program. Mark & Spencer first need to analyze requirement before implementing the CPD
program.
Companies also need to determine criteria which they are going to use to access CPD program.
These should measure the difference that CPD program is maintain by the companies to get
individuals practice and desirable outcomes, rather than just evaluating activities of a program.
Mark & Spencer set the criteria under which they are going to access this program.
In order to record CPD program companies can develop a range of quantitative and
qualitative criteria involves interview, questionnaires, feedback sheet, observation etc. Mark &
Spencer use online platform to record activities of CPD program of individual and teams (Girma,
2016).
Companies need to take CPD evaluation and recording it seriously because this includes
higher authorities and stakeholders of the company, so it is need to be recorded and

evaluated properly. Mark & Spencer maintain the record of activities which are
performed under this program in proper manner.
Majorly the evaluation of CPD program is based on individual’s reaction immediately or soon
after completion of a program. Because it is hard to evaluate a program with records, Mark &
Spencer easily evaluate a program by recording the reactions of individual and team.
Companies need to make evaluation a positive and effective experience by recording
positive activities and often highlighting undesirable outcomes of the company (Dong and Wang,
2018).Companies also need to involve all participants of a program while evaluating a program.
It is not important that evaluation and recording of CPD program is only done by higher
authorities of company, individuals and team were also part of a program, so their involvement is
necessary.
Mark & Spencer effectively evaluate the requirement of a program and also record activities of a
program in appropriate manner.
How organization support CPD
There are many benefits of CPD program to individual as well as to an organization, once Marks
& Spencer can commit to encourage or develop knowledge of employees, then they can easily
support CPD program. Some points are discussed below –
Individuals and teams more likely to take self-development seriously in proper manner when
higher authorities support them formally and informally. Mark & Spencer always take care of
their employees and support them and in order to enhance their skills and performance they
support CPD program.
In order to support CPD program organization motivates and encourage professionals to
point out challenges that they are facing during their work and use CPD to overcome. Individuals
support this program more if the professional development is relevant and help individual’s in
their daily work and walk of life. Mark & Spencer encourage their professionals to identify
challenges and use CPD program to enhance knowledge of them and because of this individual
also attracted towards this program (Nordén, Mannila and Pears, 2017).
Individuals have to share their experience and learning with their team members or colleagues,
Individuals can share their learning and experience in meeting, through mail and in some
informal meetings. Recoding of a continuing professional development program is used to

provide assistance at the time of collaboration. CPD program motivate individuals to learn and
develop their skills and knowledge.
Companies need to give maximum choice to individuals on what they perform, how they
are going to perform and when they are going to perform. Motivate and encourage them to
identify their own development priorities. Individuals can discuss their activities and tasks and
the way of achieving those with other employees and professionals. To support a program
organization, need to support users of a program and also need to analyze what works for them
rather than just supporting activities like training and development. CPD program is supported
by organizations enthusiastically (Tranfield, Smith and Parry, 2020).
If one organization find continuing professional development program effective then they can
encourage others to adopt and support a program because program provide online menu of
different kind activity, individuals and teams chose options every month from a program, they
also receive online reminders to log activities they have undertaken. Mark & Spencer support
CPD program to develop the skills and knowledge of individual as well as team.
Company can also support by running workshops to help professionals develop easy practice for
this – from examine how their activities and tasks change their methodology to measure the
impact. Organizations highlight learning outcome rather than learning activities to make
professional development effective.
Mark & Spencer support CPD program because they want to develop performance of their
employees and with this, they also increase productivity and profitability of an organization.
LO 2
Learning programme
In order to earn more return on investment every organisation is focusing on development
of a learning program for their employs. A learning strategy is important for an organisation as
well as individual in order to align all their objectives for the betterment of organisation. In order
to deter mine a proper learning strategy it is required by organisations to learn the importance of
goal driven, distinguish between short-term and long-term goals and then accurately determine
what learnings are needed in the organisation. Another important factor in learning strategy is to
deter mine what does the learner actually needs (Cheng, Karimi and Leggat, 2016). To
understand the viewpoint of a learner is important for the strategy as they are the centre of the

strategy. At the end it is required by organisations to focus on the key elements of a successful
learning such as the implemented strategy is focusing on budgets or not the measurement
mechanism as well as the role of senior management in providing learning to employees in an
organisation.
Learning in an organisation is done through formal as well as informal ways. Formal
ways are the very driven strategy of learning organised by managers in an organisation through
which employs given training of development and learning in an organisation. Informal learning
are ways of learning in which employs get advantage of working with their seniors.There is no
well-defined program for informal learning this happens while performing the job when a senior
guide their subordinates. In context of Mark and Spencer company is using both formal as well
as informal learning to make sure their employees are well equipped with all the skill sets
required for the job.
Training and development
Employees training and development is a part of human resource programme which cannot
be neglected. Both of these helps in improving productivity of employee. Training refers to a
program which is well organised by an organisation in order to develop knowledge and skills in
an employee which are required by their job profile. Whereas, development referring to an
organised activity in an organisation through which manpower of an organisation learn and
grow, this is an act of self-assessment most of the times (Tappin, Vitalis and Bentley, 2016).
Training usually takes place for a short period of time whereas development is more focus
to words long-term. Training focuses on present of an employee on the other hand development
focuses on future of an employee. A training programmed is job oriented whereas a development
program is oriented career oriented. Training programme aims at improving the work
performance of an employee whereas development focuses to prepare employees for any future
challenges. In training programs trainers are the motivations for employees whereas when seen
for development programmes employees need self-motivation in order to develop. There can be
a number of employs in a training program but in a development program attention is given to
single employee in an organisation. Training programmes are usually based on special skills or
specific jobs. Development programs are more for conceptual and general knowledge which
benefits the overall growth of an employee in an organisation (Housley, 2017).

In context to Mark and Spencer company focuses on both training as well as development
equally. They believe that it is important for an employee to have specific skills to perform their
job. Along with it is also important for an employer to focus on their career development and
their overall growth in an organisation. This helps Mark and Spencer to train their employs and
also attract skilled workforce whenever required by them (Lim, 2018).
Kolb’s learning style
There are a number of different learning styles introduced by a number of philosophers
through time. Mark and Spencer focus on Kolb’s learning style and experimental learning Cycle.
In this learning theory is said to work on two levels where the first level includes four state cycle
of learning and the second level includes four separate learning styles. This theory states that
learning involves acquisition of a number of concepts which can be flexible and applied to a
range of situations. It is also believed that learning is a continuous process.
The experimental learning cycles
Kolb’s experimental style of learning theory represent four stages of learning cycle where
a learner has to go through all these four stages below mentioned are these four stages of
learning cycle
Concrete experience: In this a new experience or a new situation is encountered or
reinterpretation is done of an already existing experience of employs.
Reflective observation of the new experience: In this stage particle particular importance is
given to any inconsistency which occurs between experience and understanding of the new
situation.
Abstract conceptualisation: The new reflection gives rise to a new idea or there is a
modification in already existing concept. This proves that the person has already learned from
the experiences (Aas, 2017).
Active experimentation: The learning is applied by the learner in the real environment and then
results of it are evaluated.
This theory can be easily sum up as the learning cycle includes experience, reflection,
conceptualisation and taste of the experience. Mark and Spencer actively uses this learning cycle
and applies it on their organisation in order to make sure that learning of employees in
organisation is efficiently done. Special care is given to following all these objectives of
learning style to make sure that best learning for employees to place.

Barriers in learning
However, learning is important for employs as well as organisation. Still there can be a
number of discrepancies which affect learning in an organisation. There can be a number of
barriers which come between learners and learning. It is required by every organisation to
effectively focus on these barriers and eliminate them. In context of Mark and Spencer following
are the barriers arising in company while learning process takes place:
Resistance to change: Learning is a big picture for any organisation. It is often seen that many a
times there a resistance from the stakeholders in learning process. Learning requires significant
changes in technology within an organisation also shifting leadership takes place while learning.
This requires a lot of investment as it involves changing technologies and change in leaders of an
organisation. Due to this resistance of stakeholders as well as leaders while developing a training
program can be seen. It is important for managers to explain them that these changes are for
benefits of organisation.
Lack of leadership: organisation to learn and adapt it is important to set predetermined
leadership positions. Leaders help their team in developing and training. Leaders do not get a
direct contact with their team in order to guide them. Leaders usually focus on their own
performance rather than focusing on the overall performance of a team. It is required by the
leaders of a team to analyse their performance, formulate, plan and then implement the changes
for better improvement.
More focus on individual rather than team: It is often seen that learning is a long-term process.
Due to this major focus is provided to individual employees. In training individual employees
most of the time the team efforts in the teamwork lacks behind. For an organisation learning to
be successful it is important to make sure that unity must be valued in a team. Along with
individual success and prosperity it is also important to make sure that all the goals and
objectives of a team are fulfilled (Badewi, 2016).
Lack of value: It is often seen that in some business environment less value is provided to
learning. It is often seen that there are a number of learning skills which individual might not
need immediately to apply. Due to this less value is given by individual to words new learning
and growth. This makes it troublesome for overall development and learning process.
Short-term focus: It is often seen that learning is done for short-term loans without taking care
of the bigger picture. This is a mistake in organisational learning as learning must always focus

on the bigger picture and long-term goals in world. These may include learning as well as
leadership change.
Excessive control: Is often seen by learning that leaders gain maximum control over their
employs. These arises a problem as employees might get frustrated while the process of learning
.this will create a barrier in learning process (Wehrmeyer and Mulugetta, 2017).
These are a number of barriers which are to be looked by every organisation in order to
make sure that learning process do not get hampered. Mark and Spencer make sure that they
apply various strategies in order to avoid these barriers in learning process.
LO 3
High Performance working
High-performance working refers to comprehensive performance management system in
which employs involvement in training I’m clouded in order to improve knowledge, skills and a
abilities of flowers in ploys. This aims at achieving maximum motivation, enhancing rotation as
Willis quality of employs. There are a number of physical features and high-performance
working which include reliance of management control, non-hierarchical structure, team working
and autonomous working in an organisation. The employees who work in a high-performance
working environment are usually said to have highly valued skilled and intellectual resources in
order to achieve career development and master in new skills. This is a great opportunity for
organisation to achieve competitive advantage. This is usually considered as a binding agent
between employer and employers’ relationship. It is a challenge to the traditional approach of
command and control. There are a number of important characteristics such as performance
high-performance working which include development to inclusive decision-making,
decentralization and so on. It is important for every organisation to develop an HPW
environment which is usually overlooked as it applies performance measures and the outcomes
cannot be measured definitely (Pithouse, 20190. It cannot be a long-term process but it can be
used by a number of organisations in order to apply short-term morale boosting and efficiency
improvement program in their organisations. Mark and Spencer actively use HPW in their
organisation in order to achieve short-term goals.

High Performance Working Organisation
The high-performance working organisations is a concept which says that greater
employee involvement in making decisions in an organisation and providing them with greater
ability to control their reward structure will lead an organisation towards efficient development
as well as satisfied employees. However, it can be seen that the application of highest
professional working my differs from industry to industry still there are many initiatives taken by
a number of industries to apply this in their organisation (Youngs, 2017) . There are a number of
features such as profit-sharing, in-house training as well as suggestion systems which are offered
in various jobs. Cross training, outside training, merit-based pay, job rotation has determined that
HPWO requires more investment of time as well as money in order to be applied in an
organisation effectively.
HPW and stakeholders
The high-performance work system is a collection of work process, system as well as
structures which continuously a.m. at improving the design and implementation of role model
such as leaders in an organisation. This helps an organisation to increase the level of their
performance by applying various conventional and competent measures such as higher levels of
productivity, quality as well as service.
It is often seen that the high-performance work organisations specifically focus on all the
stakeholders of an organisation. There are services provided to all stakeholders through three
principles which include viability vitality and virtue. All these three are included in high-
performance work system. This make sure that all the stakeholders of an organisation are equally
given importance in order to improve the processes in an organisation. This helps the
stakeholders to realise that organisation is working for their betterment.
However there are a number of stakeholders which are not in favor of this work system. It
is seen that stakeholders such as shareholders, directors and managers don’t usually approve the
system.
The reasons behind their denial to words the system are
 They do not want to lose their control to sue subordinates in the organisation.
 This system allows the subordinates to take part in decision-making in an organisation which
is often not accepted by a number of stakeholders of the organisation.

 It is often seen that applying the system will provide the employees with better opportunities
in career development which may also lead to increase in employee turnover in an
organisation
 Many a times this is not accepted by leaders as their position is in danger. Through proper
training and development it can be seen that many new leaders may arise in the organisation
which might put them backwards.
However, the organisation marks and spencer make sure that all its stakeholders are happy
with HPW. Company explains the process correctly to all the stakeholders. All the views and
doubts arising in the mind of stakeholders are cleared in time by the company so that no negative
comments towards the application of this strategy is seen in future (Siegel, 2018). It is an
effective way to develop employees in an organisation as well as make sure that all the task and
work is achieved in the given time period.
HPW PARTNERSHIPS
There are a number of organisations who have gone through converting their traditional
work into HPWO partnership. This helps an organisation to work in partnership with their
labours. There are a number of components included in HPW partnership. It is important for
organisation to fulfil all these components in orders for all partners to achieve their goals through
implementing this new working system in the organisation. Below mentioned are these
components.
Shared decision-making: it is made sure that all the important functions which are critical to
business such as its cost and processes have decision-making which includes every stakeholder.
In this labor as well as management come together to identify various issues of the workplace.
By engaging in this shared decision-making solution are created jointly. Joint decision making,
joint design and joint implementation of the new working system in an organisation is an
important part of this partnership.
Continuous learning and skill building: it is important to continuously build skills in order to
meet the changing needs of employs. The lifelong learning including both on the job and
classroom learning is continuously upgraded in the organisation in order to expand the skills of
employs. Both the partners together try to develop and deliver a number of educational and
training programmes in order to build skills of employs. Both the partners are actively
participating in deciding the training programmes(Hughes and Wearing, 2016).

Continuous integration with technological advancement: Important to continuously keep on
evolving to technology is used by organisations in order to build on the skills, knowledge as well
as inside of the workers. Going through this new technological advancements will help in
improvement of productivity as well as quality of the work done by organisation. Technology is
a great tool for making jobs better as well as creating opportunities for growth.
Codetermined definition of quality: Quality control is an important factor in order to survive in
global market. It is a labor issue faced by a number of workers. Labor and management together
need to define the meaning of quality and customer expectation in order to develop a strategy to
meet both of them.
Sharing of technical and financial information: Principles of the most important in any
organisation. It is important to share all the information regarding technical and financial steps
taken in any organisation with the employs. This will help in developing trust which you did not
occur earlier.
Ongoing determination cost: determination of cost includes the cost of design, cost of prototype
development, production as well as all the administrative overheads. It is important to together
come along all the cost so that both direct as well as indirect cost which are taking place while
producing a product or services can be determined.
Mark and Spencer effectively use all this component in its high-performance work
partnership with the labourers and workers in order to make sure that sustainable growth of
organisation in market takes place.
LO 4
Performance Management
Performance Management is an approach to systematically measure the performance of
employs within an organisation. It is a process in which organisation aligns all the goals and
objectives along with the available resources and set the priorities. In this the executive
administration department forms of framework through which costing procedure of
characterizing the work of subordinates is done. It often takes into consideration all the
competency, skills are also defined through this procedure which can improve the process of
guiding and training employs. Coaching and mentoring the employs a different levels and
designation can also be done after performance management. It helps in increasing the results

and reducing the conflicts as well as grievances among team members or employees. An
employee is made clear about all the expectations from them as well as their roles and
responsibilities are designated wisely so all the reports must now meet the performance standards
(Edwards and Fogelman, 2018).
Mark and Spencer effectively uses performance management in the organisation in order to make
sure that all the employs if words are working towards benefit of individuals as well as of the
organisation. This also helps the company to develop various training and development programmed
for their employees in order to enhance the skills required for performing their job.
There are a range of performance management system available for an organisation to choose
from. These various types include general appraisals, 360° appraisal, technological performance
appraisal, employs self-assessment, manager performance appraisal, project evaluation review and
sales performance appraisal.
Mark and Spencer use 360° appraisal as performance management system in their organisation.
This appraisal system is advanced appraisal system which many organisations use in order to judge
the review from around 7 to 12 employees. These are the employees who work in the same working
environment. The reviews about each employee gathered from everyone in terms of the competency
of employs. In this employer take part in appraisals themselves by providing self-assessment as well.
This helps in understanding the strengths as well as weaknesses of an employee and also helps to
create feedback forms for them. Mark and Spencer choose 360-degree performance appraisal
program because it helps them to enhance the review about perspective a future leader and their
performance. It helps to grab more attention towards manpower development and needs of
manpower in an organisation. After the collection of this data feedback can also be collected from
every employee insuring equality and justice in organisation.
It is usually seen that 360° appraisal system helps in collecting feedback from peers and
subordinates as well as managers in the team. There are various job surveys done in order to collect
this information. There are four steps in this appraisal system which includes self-appraisal,
superiors appraisal, subordinates appraisal and then lastly peer appraisal.
Purpose of implementing performance management system
There are a number of reasons due to which an organisation needs to implement a performance
management system. Such various reasons due to which an organisation is forced to apply this
management system are mentioned below:

Strategic: It is important to link all the strategic goals with activities performed in every
department of an organisation. This brings in a relation between strategies as well as
performance management system of an organisation (Watson, 2017).
Administrative: It is important for administration as it helps in deciding on various factors such
as promotion, salary increment, transfers, termination as well as demotion of employees in an
organisation. It helps the administration of an organisation to identify between performance of
good as well as underperformer in an organisation.
Communication: It is a great channel to communicate all the roles and responsibilities of
employers with them. Through this the requirements which are expected from the employs can
be easily communicated with them. It provides a platform to learn or train employees with better
skills which will enhance their performance and increase productivity of organisation.
Developmental: It is the method through which feedbacks can be communicated structurally in
order to make sure that development plans are focused to words this feedbacks. It helps in
generating development program like training, mentoring, coaching et cetera in order to make
and enhance performance of organisational human resource.
Organizational maintenance: It helps in maintaining good and positive environment in an
organisation. When the performance standards of an organisation rises and all the organisational
achievements are gained by an employee it motivates them and helps in generation of a positive
work environment.
Documentation: It is also necessary for organisation to make sure that all the reviews and
feedback are documented and maintained by them. This will help them to set new targets and
develop basic needs for any training or learning programmed in future. It also helps in setting up
objectives for the organisation (Salmon and et. al., 2017).
Mark and Spencer actively use his performance management plans which have effects on all the
given criteria as of the organisation. Due to overall development of organisation it is important
for Marks & Spencer to make sure that their performance management plan is executed and
controlled effectively.
Benefits of performance management
 There are a number of benefits to Marks & Spencer through using this performance
management system. Some of those are mentioned below.

 It helps the organisation finding out data which will help them to know about any knowledge
gaps in employs and improvise them through training and development procedures.
 It motivates employees in an organisation to take on new challenges and come up with new
innovative ideas (Lewin and Stuart, 2016).
 Through this opportunity for growth and development are provided to employees in their
professional carrier with the help of this program.
 Any conflicts arising between team members due to work can be solved through a proper
evaluation of their work.
 Employs come to know about better results as there is clarity about their performance targets.
Performance management system also gives a platform in order to discuss and develop
various designs for individual as well as organizational goals aligning them together.
Through this importance of performance management for an organisation can be described.
Mark and Spencer focus on its performance management plan in order to provide their employees
with best results possible.
CONCLUSION
On the basis of above described report, it has been analysed that companies are required to
develop skills, knowledge and capabilities of each and every individual related to company by
adopting continuing professional development program. This is supportive for them in attaining their
organizational objectives in quicker manner. Along with this, it can be said that training and
development programs also help business enterprises in developing skills and knowledge of its
existing workforce that also results in improvement of their performance in effective manner. CPD
program also supports individuals and teams in serving better services to customers according to
their changing demand and supply at marketplace. Continuing professional development also help in
reviewing individuals and team’s performance. In addition to this, it can be later on said that HR
manager is also required to adopt numerous of strategies at workplace so that they can easily handle
various sort of business situations. HR managers also evaluates performance of each and every
individual working within an organization so that they can easily check which working staff is
growing with a passing time and which in are not responding towards the same in proper manner.
Organizations adopt various approaches to manage performance of individuals and teams and
maintain high performance culture. Effective and proper communications also help in developing
performance of individuals and teams within an organization.

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